2018 test team - effectiveness institute

2018 Test Team

Teams That Work

Team Report

2018 Test Team

Team:

Team Member 1Team Member 2Team Member 3Team Member 4Team Member 5Team Member 6Team Member 7Team Member 8Test Member 9Test Member 10

9/16/2018

Note: All invited team members are listed regardless of completing the Teams That Work Assessment.

2018 Test Team ---- © Copyright 2013, The Effectiveness Institute, Inc. (425) 641-7620 ----

TABLE OF CONTENTS

» Introduction 4

» Teams That Work Characteristics 6

» High Level of Trust 7

» High Level of Respect 8

» Commitment to a Clear and Common Purpose 9

» Willingness and Ability to Manage Conflict 10

» Focus on Results 11

» Alignment of Authority and Accountability 12

» Team Ranking Summary 13

» Characteristic Averages 14

» About the Effectiveness Institute 15

» Comments 17


Teams That Work Introduction

The Teams That Work Assessment is a tool for teams to use to assess the current level of team performance. The results from this 36 statement assessment will report the presence of (or lack of) the six characteristics identified as essential to high performing teams. Teams will be able to examine where they are and where they want to be.

The Assessment is purposefully designed to stimulate discussion to positively impact the future success of the team and increase the effectiveness of the leader.

How Data is Presented

All of the statements for each characteristic are reported on a single page. On each page, there are 6 scales, each representing a different statement about the characteristic.

Color Code for Responses

Most Favorable Favorable Neutral Less Favorable Unfavorable

Team Member Ranking Summary

The Team Member Ranking Summary report provides a summary of the team members’ responses to each statement by ranking them Favorable (blue), Neutral (cream) or Unfavorable (brown). For ease of interpretation and readability, a Favorable, or blue, ranking combines both dark blue and light blue responses, and an Unfavorable, or brown, ranking combines both light brown and dark brown responses.


Characteristic Averages

The Characteristic Averages displays the team's averaged scores for eachcharacteristic on a line graph and numeric grid. An Overall Health Index is alsoprovided for possible future comparison.


Teams That Work Characteristics

1. High Level of Trust

2. High Level of Respect

3. Commitment to a Clear andCommon Purpose

4. Willingness and Ability to ManageConflict

5. Focus on Results

6. Alignment of Authority andAccountability


High Level of Trust

1. Members of our team dowhat they say they will do.* 20% 30% 40% 10%

2. Team members act withintegrity. 30% 30% 20% 10% 10%

3. Team members aresupportive of each other. 30% 50% 20%

4. Members of our teamgenuinely care about eachother.

20% 30% 30% 20%

5. Members of our teamcommunicate honestly witheach other.*

30% 40% 30%

Number of Responses: 10

Most Favorable

Favorable

Neutral

Less Favorable

Unfavorable

* - S tatements wi th an as teris k are s tated in the negative in the onl ine as s es s ment but are s tated in the pos i tive in the report to al low for intui tive/eas ier interpretation.


High Level of Respect

6. Team members sharetheir talents and skills witheach other.

20% 30% 20% 30%

7. Team members have ahigh regard for each other'stalents and skills.

40% 40% 20%

8. Our team's performancereflects that we learn fromeach other.

20% 20% 20% 20% 20%

9. Members of our teamdemonstrate a high level ofcompetence in their work.*

30% 30% 20% 20%

10. Input from teammembers is sought whendecisions are made thataffect the team.*

20% 50% 30%


Most Favorable

Favorable

Neutral

Less Favorable

Unfavorable



Commitment to a Clear and Common Purpose

11. A ll team members arefully committed to ourpurpose.

10% 50% 30% 10%

12. Team members havethe same understanding ofthe team's purpose.

30% 20% 30% 20%

13. Our team's purpose isclear.* 20% 50% 30%

14. Team member prioritiesalign with the team'spurpose.*

20% 50% 20% 10%

15. The performanceobjectives for each teammember align with theteam's purpose.

40% 20% 20% 20%


Most Favorable

Favorable

Neutral

Less Favorable

Unfavorable



Willingness and Ability to Manage Conflict

16. Team members do notlet past conflict negativelyimpact performance.*

10% 30% 30% 30%

17. It is safe to ask difficultquestions within our team.* 10% 50% 40%

18. Team members feelcomfortable talking aboutfrustrations and concerns.

10% 40% 20% 30%

19. Team members do not"talk behind each others'backs."

20% 30% 30% 20%

20. Our team has thenecessary skills to addressconflict effectively.

10% 20% 30% 40%


Most Favorable

Favorable

Neutral

Less Favorable

Unfavorable



Focus on Results

21. Members of our teamare kept informed ofprogress toward goalachievement.

40% 40% 20%

22. Team members arerecognized for theirperformance.

30% 20% 20% 30%

23. Our team meets thedeadlines we set.* 30% 30% 20% 20%

24. Our team achieves theagreed upon results. 40% 30% 30%

25. Team members arecommitted to achievingteam goals.*

30% 50% 20%


Most Favorable

Favorable

Neutral

Less Favorable

Unfavorable



Alignment of Authority and Accountability

26. Members of our teamhave the authority theyneed to accomplish theirtasks.*

20% 20% 30% 30%

27. Team members knowwhat each member isresponsible for.

20% 10% 30% 20% 20%

28. Team members holdthemselves accountable forresults.*

30% 30% 20% 20%

29. Team members are heldaccountable for the team'sresults.

40% 40% 20%

30. Team members carrytheir fair share of the load. 20% 30% 30% 20%


Most Favorable

Favorable

Neutral

Less Favorable

Unfavorable



Team Member Ranking Summary

ID Question Char Favorable Neutral Unfavorable25. Team members are committed to achieving team goals.* Results 80 20

21. Members of our team are kept informed of progress toward goalachievement. Results 80 20

29. Team members are held accountable for the team's results. Account 80 205. Members of our team communicate honestly with each other.* Trust 70 3013. Our team's purpose is clear.* Purpose 70 3024. Our team achieves the agreed upon results. Results 70 3011. All team members are fully committed to our purpose. Purpose 60 30 102. Team members act with integrity. Trust 60 20 20

9. Members of our team demonstrate a high level of competence in theirwork.* Respect 60 20 20

23. Our team meets the deadlines we set.* Results 60 20 201. Members of our team do what they say they will do.* Trust 50 40 104. Members of our team genuinely care about each other. Trust 50 30 2012. Team members have the same understanding of the team's purpose. Purpose 50 30 207. Team members have a high regard for each other's talents and skills. Respect 40 40 208. Our team's performance reflects that we learn from each other. Respect 40 20 40

15. The performance objectives for each team member align with theteam's purpose. Purpose 40 20 40

3. Team members are supportive of each other. Trust 30 50 2027. Team members know what each member is responsible for. Account 30 30 4028. Team members hold themselves accountable for results.* Account 30 30 4022. Team members are recognized for their performance. Results 30 20 5014. Team member priorities align with the team's purpose.* Purpose 20 50 306. Team members share their talents and skills with each other. Respect 20 30 5019. Team members do not "talk behind each others' backs." Conflict 20 30 5030. Team members carry their fair share of the load. Account 20 30 50

26. Members of our team have the authority they need to accomplish theirtasks.* Account 20 20 60

18. Team members feel comfortable talking about frustrations andconcerns. Conflict 10 40 50

16. Team members do not let past conflict negatively impactperformance.* Conflict 10 30 60

20. Our team has the necessary skills to address conflict effectively. Conflict 10 20 70

10. Input from team members is sought when decisions are made thataffect the team.* Respect 20 80

17. It is safe to ask difficult questions within our team.* Conflict 10 90Legend

FavorableNeutralUnfavorable


Characteristic Averages

Characteristics Trust Respect Purpose Conflict Results AccountTeam MemberScores 3.54 2.84 3.34 2.14 3.72 2.92

Team Overall Health Index: 3.08 The Overall Health Index metric includes all of the responses by the team members to all of thestatements from all six characteristics.


ABOUT THE EFFECTIVENESS INSTITUTE

About UsFounded in 1980, Effectiveness Institute is a learning and development organization that has workedwith thousands of clients across the U.S. and around the world in a wide range of industries. Ourpurpose is to deliver measurable improvement in the way individuals, teams and organizationsperform, helping to build and sustain high-performance cultures within client organizations.

Our PhilosophyTo understand the various dynamics andcritical success factors involved inorganizations we created the DualPerformance Cycle. Organizationsmeasure performance using certainmetrics (e.g., Customer Satisfaction, ROI,Productivity, Retention, etc.). When effortsare made to improve performance,organizations commonly focus on the leftside (Task/Systems) of the DualPerformance Cycle. While this is importantand critical to success, researchdemonstrates that the right side of thecycle (People/Teams) has a substantialimpact on performance outcomes.

Traditionally, competencies re lated to theright side of the Dual Performance Cyclehave been described as “soft sk ills.” These “people sk ills”, such as the ability to give and receivefeedback, navigate conflict, collaborate, promote ideas and inspire others, are critical for individualand team success. Balance is the key: technically competent individuals (left side) who demonstrateemotional inte lligence that builds trust and respect (right side) always maxim ize performance.

At Effectiveness Institute, our work focuses on creating and sustaining high performance in all levelsof the organization by improving the effectiveness of leaders and teams.

Our MethodsEffectiveness Institute provides organizations with well-informed models, assessments, workshops,webinars and consulting that facilitate high performance. However, we do not supply one-size-fits-allanswers. Instead we offer a variety of options to serve the needs of organizations. We also worktogether with clients who contact us to understand their needs. Only then do we propose solutions.This is important because most organizations know what they currently want (e.g., increasedproductivity, better service, higher profits, growth, less turnover, lower costs, etc.) but not necessarilywhat they currently need (e.g., clearer purpose, less unproductive conflict, improved people sk ills,greater clarity, stronger executive re lationships, etc.) to achieve their goals.

Our content focuses on the key pressure points of most organizations: communication, teamwork,conflict, leadership and change. We provide only time-tested proven material. Every workshop,assessment or webinar is designed to build awareness, achieve participant "buy-in", develop real-world sk ills and make a positive impact on performance.


Contact Us

Effectiveness Institute320 120th Avenue NEBuilding B Suite 202 Bellevue, WA 98005(425) 641-7620info@effectivenessinstitute.comwww.EffectivenessInstitute.com

We love to talk with our customers, so please call us with any questions you mayhave about this product or our business in general.


mailto:[email protected]

http://www.effectivenessinstitute.com

Comments

Our team has some struggles because of all the changes in theorganization but, overall, I think there is a lot of talent on the team andthat we are still getting the work done.

I'm glad the team is doing this assessment because we have quite a bit ofpotential. However, there are some substantial internal and externalchallenges that are hindering us. Hopefully this will help us work throughthose.

A lot of the time I feel that we are here for each other and willing to helpeach other out. Some people are more consistent at that than others but Idon't have any problems with anyone on the team. Our deadlines can beunreasonable and yet we still figure out a way to do what needs to bedone.

Our team needs to learn more about our strengths and how to focus onthose. It seems like we spend quite a bit of time worrying about whatothers think. I think a strategic planning retreat would be a good idea. Wedid one a few years ago and it helped.


2018 test team - effectiveness institute

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